In this extrovert-biased world of ours, the squeaky wheel gets the grease. Many job candidates aren't making it past the hiring process to get the jobs they're qualified for. The reality is that if introverts don't interview in a bubbly, enthusiastic manner, they likely won't make it to the next round. And if they don't share their accomplishments with confidence and bravado, they're likely to be overlooked for positions in which they would thrive. The costs to our organizations of this lost talent are staggering to consider. Yet, emerging evidence shows that the tide is turning. In our research, a promising 38 percent of respondents said their organizations demonstrated a willingness to hire and promote introverts. And as general awareness of introversion increases, it may become less of an exclusionary factor. We will share intentional ways leading organizations are breaking down bias against introverts in their talent management practices.

Learning Objectives:

• Hear examples of creative strategies to attract candidates who are introverts.
• Learn to prioritize role and personality alignment over traditional extrovert-based characteristics.
• Learn the importance of examining your unconscious bias against introverts.
• Learn how to set up a remote and an in-office environment that brings out the best in introverts and ultimately everyone.